Quarterly Performance Loop
Replace the dreaded "Annual Review" with a 90-day strategic reset. Align on performance, energy, and the next season's goals.
When to use this.
Use this rhythm when you feel the team drifting:
- The "Surprise" Feedback: Saving up critiques for 12 months is unfair and ineffective. Feedback has a shelf life.
- Strategy Drift: The daily whirlwind pulls everyone off course. You need a quarterly anchor to reset the North Star.
- Hidden Burnout: You don't know someone is drained until they quit. You need a dedicated "Energy Check."
What You Need First
Performance Data
The DMD or Scoreboard results for the quarter.
The ESA
The current role agreement to review.
90 Minutes
Dedicated, uninterrupted time.
How to use it
Apply the C.A.R.E. framework to the 90-day horizon.
Clarify (Expectations)
Review the ESA. Has the role shifted? Do the "Primary Actions" still make sense? Update the agreement to match reality.
Acknowledge (Wins & Energy)
Look back. What went well? Also, check the tank: "What drained you this quarter? What energized you?" This prevents burnout.
Review (Results)
Look at the data. Did they hit the Critical Result? If not, why? Dig into the root cause (Design vs. Execution) without blame.
Empower (Next Quarter)
Set the focus. "What is the #1 goal for the next 90 days?" "What support do you need from me to achieve it?"
Common Mistakes
- Recency Bias: Only talking about what happened last week. Use data to look at the whole quarter.
- The "Compliment Sandwich": Don't hide feedback. Separate the "Acknowledge" section from the "Results" section so both land clearly.
- Doing All The Talking: This should be 50/50. Ask questions. "How do you think you did?"
The "Reset"
"Every quarter is a new year."
The psychological power of the Quarterly Loop is the "Clean Slate." Even if they missed the number in Q1, they leave this meeting with a clear plan and renewed energy for Q2. It stops failure from dragging on forever.
Frequently Asked Questions
Is this tied to compensation?
It can be. If you are rewarding results with a Purposeful Incentive Plan, this meeting is where you review the Individual Threshold which is oftentimes their Critical Result.
Do I still need an Annual Review?
Most owners find that 4 Quarterly Loops replace the need for a big, scary Annual Review. The "Annual" meeting becomes just a look forward at strategy, rather than a look back at performance.
Need help facilitating?
The first quarterly review is the hardest. We can help you prep and structure the conversation.
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